Journal articles: 'Job guarantee'

1

Gordon, Wendell. "Job Assurance—The Job Guarantee Revisited." Journal of Economic Issues 31, no. 3 (September 1997): 826–34. http://dx.doi.org/10.1080/00213624.1997.11505968.

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Harvey, Philip. "Funding a Job Guarantee." International Journal of Environment, Workplace and Employment 2, no. 1 (2006): 114. http://dx.doi.org/10.1504/ijewe.2006.009360.

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Darity, William, and Darrick Hamilton. "The Federal Job Guarantee." Intereconomics 53, no. 3 (May 2018): 179–80. http://dx.doi.org/10.1007/s10272-018-0744-5.

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Tymoigne, Eric. "Job Guarantee and Its Critiques." International Journal of Political Economy 42, no. 2 (July 2013): 63–87. http://dx.doi.org/10.2753/ijp0891-1916420203.

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Deos, Simone. "For a job guarantee policy." RBEST Revista Brasileira de Economia Social e do Trabalho 4 (December 20, 2022): e022015. http://dx.doi.org/10.20396/rbest.v4i00.17408.

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Feinig, Jakob, and Diren Valayden. "The Pedagogy of the Job Guarantee." Radical Teacher 119 (April 17, 2021): 6–13. http://dx.doi.org/10.5195/rt.2021.754.

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In this article, we offer a pedagogical framework that explores possibilities for the democratic control over socio-economic life via a Job Guarantee (JG), the legally guaranteed and publicly financed right to productive work with benefits wherever one lives, or wants to live. In the first part of the JG project, students interview local leaders and residents to gauge what people can do for each other. Through these interviews, students and community members identify untapped possibilities and think about matching local needs with local skills in a collaborative process. The interviews and other class activities are designed to familiarize students with the JG framing that sees unemployed people as an asset not a burden. This framework challenges the dehumanizing idea that people can be superfluous, useless, a threat, or a burden. We also situate the JG as part of Modern Monetary Theory (MMT) and discuss money as a governance mechanism that enables people to organize, and potentially democratize, socio-economic life.

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Alcott, Blake. "Should degrowth embrace the Job Guarantee?" Journal of Cleaner Production 38 (January 2013): 56–60. http://dx.doi.org/10.1016/j.jclepro.2011.06.007.

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Mitchell, William. "The Job Guarantee and the Phillips Curve." Japanese Political Economy 46, no. 4 (October 1, 2020): 240–60. http://dx.doi.org/10.1080/2329194x.2020.1864746.

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King, Adam D. K. "Critical reflections on the job guarantee proposal." Studies in Political Economy 101, no. 3 (September 1, 2020): 230–44. http://dx.doi.org/10.1080/07078552.2020.1848497.

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Gazaniol, Alexandre, and Mathilde Lê. "The Impact of Public Loan Guarantees on Banks’ Risk Taking and Firms’ Growth: Evidence from France." Économie & prévision 218, no. 1 (2021): 67–104. http://dx.doi.org/10.3406/ecop.2021.8284.

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This paper investigates the economic impact and cost-efficiency of the loan guarantee programs of Bpifrance, which form the main public loan guarantee scheme in France. We first document that commercial banks aremore likely to use public loan guarantees for investment projects which appear relatively risky ex ante. Second, using propensity scorematching techniques and difference-in-difference estimators, we showthat loan guarantees have a positive impact on firm survival, sales, investment and employment. We compute the gross amount of public endowment needed to create an additional job, which ranges from € 2,800 to € 3,500 depending on the guarantee target.

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Abduh, Muhammad. "Implementation of Halal Product Guarantee for Micro Enterprises." JCIC : Jurnal CIC Lembaga Riset dan Konsultan Sosial 3, no. 1 (March 28, 2021): 45–52. http://dx.doi.org/10.51486/jbo.v3i1.53.

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The implementation of Law Number 33 of 2014 concerning Halal Product Guarantee regulates the obligation of halal certification for business products. The obligation of dependent certification for micro business actors in harmonizing the program, it can be a challenge in itself considering the cost of certification is not cheap. The purpose of this study is to determine the implementation of halal product guarantees after the implementation of the Job Creation Law which changes some of the provisions of the Halal Product Guarantee as stipulated in Law Number 33 of 2014. This research is also conducted to find out in detail how micro-businesses are running in implementing halal product guarantees after the enactment of the Job Creation Law. Descriptive qualitative method is used in this study to adjust the opinion between the researchers and the information obtained. The choice of this method was made because the analysis could not be in the form of numbers and the researcher would rather describe all phenomena that exist in society clearly. This study found that the Job Creation Law was able to accommodate the problem of guaranteeing halal products for micro-entrepreneurs. Such as the problem of the severity of the cost of certification, the submission mechanism and the due date for issuing halal certification.

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McQuaid, Ronald W., Colin Lindsay, and Malcolm Greig. "Job Guarantees, Employability Training and Partnerships in the Retail Sector." Local Economy: The Journal of the Local Economy Policy Unit 20, no. 1 (February 2005): 67–78. http://dx.doi.org/10.1080/0269094042000313601.

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This paper discusses the potential value of local, partnership-based employability training and job guarantee programmes, focusing on one example—the ‘Alloa Initiative’. The Initiative involved an employability training and job guarantee scheme developed in partnership with Tesco, a major retailer, in preparation for the opening of one of the company's new stores. This paper reports on the outputs from this project, which placed 109 disadvantaged job seekers into positions at the store, and proved particularly effective at targeting the long-term unemployed and those with limited experience of the retail sector. The analysis is based on the findings of survey research undertaken with 86 of the 109 training course completers (a 79 per cent response rate) and all the main partners involved in the Initiative. Innovative elements of the training programme that contributed to its positive outcomes are discussed, and a model for ‘managing successful partnerships’ is applied, in order to identify critical factors explaining the apparent success of the Initiative. In particular, the importance of employers providing job guarantees is noted.

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Zhang, Xin, Tao Wang, and Li Jia. "A Novel Cloud Computing Service Job Scheduling Optimization Model." Applied Mechanics and Materials 443 (October 2013): 584–88. http://dx.doi.org/10.4028/www.scientific.net/amm.443.584.

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In this paper, we put forward a differential service-oriented and self-adaptive job scheduling system in Cloud Computing environment. Analysis and number results show that our approach for job scheduling system can not only guarantee the QoS requirements of the CCUs jobs, but also can make the maximum profits for the CCSP. To the best of our knowledge, the job scheduling system in our paper maybe the first paper to consider both the QoS requirement of jobs and Cloud Computing service providers profits.

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Moran, Frances. "Job guarantee for new nurses would make economic sense." Nursing Standard 21, no. 23 (February 14, 2007): 33. http://dx.doi.org/10.7748/ns.21.23.33.s46.

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Tcherneva, Pavlina R. "The Federal Job Guarantee: Prevention, Not Just a Cure." Challenge 62, no. 4 (July 4, 2019): 253–72. http://dx.doi.org/10.1080/05775132.2019.1635804.

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Tymoigne, Eric. "The Cost of Job Guarantee in the United States." Review of Radical Political Economics 46, no. 4 (June 20, 2014): 517–35. http://dx.doi.org/10.1177/0486613414532767.

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Fitnanto, Ribut, Tina Shinta Parulian, and Elizabeth Ari Setyarini. "FAKTOR YANG MEMENGARUHI KEPUASAN KERJA PERAWAT DI RUMAH SAKIT: LITERATURE REVIEW." Elisabeth Health Jurnal 6, no. 2 (December 30, 2021): 137–41. http://dx.doi.org/10.52317/ehj.v6i2.345.

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Abstract The background of this study are there are 41% of hospital nurses expereinced dissatisfaction with their jobs and 22% among them planning to leave their job in one year. Job satisfaction is a form of people perception reflected in attitude and focused on job behaviour. The aim of this study is to identified factors that affect hospital nurses’ job satisfaction. The articles used in this study are between the years of 2011-2021 from PubMed, Research Gate, and Scholar with PICO format. Seventeen articles are chosen to be analyzed. This study shows that most of the hospital nurses aren’t satisfied with their jobs. Factors that affecting job satisfaction are motivation factors including; achievement, job, promotion, motivation, and safety factor; and hygiene factors including; salary, supervisor, partner, and environment factor. Hospital should make SOP about salaryprocessing, supervisor selection, equal job distribution based on job partner, awards for nurses, motivation, and opportunity to gain promotion and work safety guarantee.

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Jeon, Yongbok, and Wonik Park. "Economic Effects of Job Guarantee : A Simulation Study in Korea." Journal of Critical Social Welfare 75 (May 31, 2022): 95–136. http://dx.doi.org/10.47042/acsw.2022.05.75.95.

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EHNTS, DIRK H., and MAURICE HÖFGEN. "THE JOB GUARANTEE: FULL EMPLOYMENT, PRICE STABILITY AND SOCIAL PROGRESS." Society Register 3, no. 2 (December 31, 2019): 49–65. http://dx.doi.org/10.14746/sr.2019.3.2.04.

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This paper presents the idea of the Job Guarantee (JG), which is a logical extension of the paradigm of a tax-driven fiat currency. The JG involves the government offering a public purpose-oriented job with a fixed hourly wage and job benefits to anyone willing to work. The JG as a bottom-up approach is locally administered but federally funded. As the analytical lens of MMT reveals, a monetarily sovereign government is always able to provide the spending required. Macroeconomically, the JG works as an automatic countercyclical stabilizer and an excellent tool for aggregated demand management, ensuring the economy is continuously operating at full capacity. On top, the JG uses an employed buffer stock approach as a superior means to maintain price stability. Next to its favourable macroeconomic impacts, the JG offers many social benefits, particularly related to continuous employment, working conditions in the private sector, power relations in the labour market and democracy. While the JG and Universal Basic Income (UBI) are often discussed as comparable, competing policy proposals, the JG addresses more macroeconomic and social issues than the UBI does. This paper concludes that the JG qualifies for being the single most effective policy in order to drive the economy towards continuous full employment and price stability while realizing additional social benefits.

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Yuan, Yulai, Yongwei Wu, Weimin Zheng, and Keqin Li. "Guarantee Strict Fairness and UtilizePrediction Better in Parallel Job Scheduling." IEEE Transactions on Parallel and Distributed Systems 25, no. 4 (April 2014): 971–81. http://dx.doi.org/10.1109/tpds.2013.88.

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Henry, John F. "Classical political economy: the subsistence wage, and job guarantee concerns." Journal of Post Keynesian Economics 38, no. 2 (October 20, 2015): 280–301. http://dx.doi.org/10.1080/01603477.2015.1075357.

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Widanarti, Try Wahyu, Abdul Rachmad Budiono, and Budi Santoso. "Job Loss Guarantee Program Policy as Legal Protection for Terminated Workers Based on Job Creation Law Article 46." Yuridika 37, no. 2 (August 29, 2022): 483–96. http://dx.doi.org/10.20473/ydk.v37i2.37452.

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To provide legal protection for workers who have experienced termination of employment, the government of Indonesia has issued a new policy in the form of Article 46 of Law No. 11 of 2020 concerning the Job Creation Law. This increases the type of protection for social security programs, namely the job loss guarantee program. This paper uses a juridical-normative research method. The results indicate that the legal protection policy for workers affected by termination of employment was not appropriate. Therefore, an amendment was made to Law Number 40 of 2004 concerning the National Social Security System. Specifically, Article 46A of the Job Creation Law states: "Workers or employees who have their activities terminated are entitled to collateral due to loss of profession." Article 46C(2) also states that the Central Authority should pay the professional burnout insurance contributions. In this case, non-professional collateral benefits are not focused on money but on cash, access to actionable market data, and job training. It is not explained in detail what percentage of the total compensation will be obtained by workers affected by termination of employment through this job loss guarantee scheme. This is only stated in Article 46D paragraph (2), "Job loss guarantee will be provided for 6 (six) months of wages."

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Barketau, Maksim S., T. C. Edwin Cheng, Mikhail Y. Kovalyov, and C. T. Daniel Ng. "Batch Scheduling of Deteriorating Products." Decision Making in Manufacturing and Services 1, no. 2 (October 11, 2007): 25–34. http://dx.doi.org/10.7494/dmms.2007.1.2.25.

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In this paper we consider the problem of scheduling N jobs on a single machine, where the jobs are processed in batches and the processing time of each job is a simple linear increasing function depending on job’s waiting time, which is the time between the start of the processing of the batch to which the job belongs and the start of the processing of the job. Each batch starts from the setup time S. Jobs which are assigned to the batch are being prepared for the processing during time S0 S. After this preparation they are ready to be processed one by one. The non-negative number bi is associated with job i. The processing time of the i-th job is equal to bi(si − (sib + S0)), where sib and si are the starting time of the b-th batch to which the i-th job belongs and the starting time of this job, respectively. The objective is to minimize the completion time of the last job. We show that the problem is NP-hard. After that we present an O(N) time algorithm solving the problem optimally for the case bi = b. We further present an O(N2) time approximation algorithm with a performance guarantee 2.

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Mahapatra, Sanjeet, Anand Pandey, and Badri Narayanan. "Socio-Economic Analysis of Effectiveness of Implementation of an Employment Guarantee Scheme at Local Level: A Study of a Village in India." SocioEconomic Challenges 4, no. 2 (2020): 23–30. http://dx.doi.org/10.21272/sec.4(2).23-30.2020.

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The main purpose of the study is to develop theoretical and practical principles for analyzing the economic efficiency of the program to guarantee employment in rural areas in India. This program of support and active promotion of employment of the rural population is the result of the adoption of the Law on Guarantees of Employment in Rural Areas. The relevance of the choice of this scientific problem is that most scientific papers focus on assessing the effectiveness of the implementation of this legal act at the macro level, while the article analyzes this issue at the level of a particular locality. The object of the study was the village of Sanatpur in Uttar Pradesh, India. The study conducted a survey of participants in the program to guarantee employment in this rural area, which served as a basis for primary data, as well as used official statistics on the implementation of this program in the country. Descriptive statistics methods were used to analyze the effectiveness of the program to guarantee employment in rural areas. The article analyzes the mechanism of implementation of the program to guarantee employment in rural areas, namely the peculiarities of job creation in rural areas, the formation of wage policy, as well as the payment of wages to local residents. The field study identified key difficulties in implementing the above program: insufficient awareness of villagers about the opportunities and benefits of participating in the approved employment support program, as well as low access to basic financial services and lack of almost 70% of the rural population individual bank accounts. The results of the study can be useful for local and national governments in the field of social protection and social security. Keywords: decentralized planning, wage payment, job guarantee.

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Happach, Felix. "Makespan minimization with OR-precedence constraints." Journal of Scheduling 24, no. 3 (May 29, 2021): 319–28. http://dx.doi.org/10.1007/s10951-021-00687-6.

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AbstractWe consider a variant of the NP-hard problem of assigning jobs to machines to minimize the completion time of the last job. Usually, precedence constraints are given by a partial order on the set of jobs, and each job requires all its predecessors to be completed before it can start. In this paper, we consider a different type of precedence relation that has not been discussed as extensively and is called OR-precedence. In order for a job to start, we require that at least one of its predecessors is completed—in contrast to all its predecessors. Additionally, we assume that each job has a release date before which it must not start. We prove that a simple List Scheduling algorithm due to Graham (Bell Syst Tech J 45(9):1563–1581, 1966) has an approximation guarantee of 2 and show that obtaining an approximation factor of $$4/3 - \varepsilon $$ 4 / 3 - ε is NP-hard. Further, we present a polynomial-time algorithm that solves the problem to optimality if preemptions are allowed. The latter result is in contrast to classical precedence constraints where the preemptive variant is already NP-hard. Our algorithm generalizes previous results for unit processing time jobs subject to OR-precedence constraints, but without release dates. The running time of our algorithm is $$O(n^2)$$ O ( n 2 ) for arbitrary processing times and it can be reduced to O(n) for unit processing times, where n is the number of jobs. The performance guarantees presented here match the best-known ones for special cases where classical precedence constraints and OR-precedence constraints coincide.

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Kumar, Ashutosh, and Rahul Singh. "Job Guarantee as Tool for Women’s Empowerment: Propensity Score Matching Analysis." International Journal of Business and Management 17, no. 7 (June 6, 2022): 7. http://dx.doi.org/10.5539/ijbm.v17n7p7.

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Women’s empowerment relies on access to resources routed through micro-credit, cash transfers, self-employment, or wage-based employment. Educational qualifications such as formal education or vocational training provide the routes for employment. However, the Indian job guarantee program Mahatma Gandhi National Rural Employment Guarantee Act (MGNREGA) ensures a minimum of 100 days of job guarantee to anyone willing to work without any eligibility criteria related to formal education. While gendered provisions in the program are intended to encourage women’s participation to make them self-reliant, the safety net features also protect their dignity. Therefore, aspects related to women's empowerment, such as their more significant say in household decision-making, may likely be impacted by the program. In addition, the program provides institutional support to women and access to resources through the wages earned. Analysis based on the robust propensity score matching analysis suggests that the women have been empowered from the point of view of household decision making. A similar analysis also holds for the women from the vulnerable sections of society. Hence, although intended for poverty alleviation, the programme acts as a tool for empowering rural women in India.

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Li, Zhongjin, Jidong Ge, Chuanyi Li, Hongji Yang, Haiyang Hu, Bin Luo, and Victor Chang. "Energy cost minimization with job security guarantee in Internet data center." Future Generation Computer Systems 73 (August 2017): 63–78. http://dx.doi.org/10.1016/j.future.2016.12.017.

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Muñoz, Felipe T., and Alejandro A. Pinochet. "Performance guarantee of the jump neighborhood for scheduling jobs on uniformly related machines." RAIRO - Operations Research 56, no. 2 (March 2022): 1079–88. http://dx.doi.org/10.1051/ro/2022045.

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We study the worst case performance guarantee of locally optimal solutions for the problem of scheduling jobs on uniformly related parallel machines with the objective of minimizing the total weighted completion time. The quality of locally optimal solutions under the jump neighborhood is analyzed, which consists of iteratively moving a single job from one machine to another, improving the total weighted completion time in each iteration and stopping once improvement is no longer possible. We propose an upper bound for the total weighted completion time for the solutions obtained by this local search, and upper and lower bounds for the performance guarantee of the obtained locally optimal solutions. Additionally, the case of identical parallel machines is analyzed.

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Grzybek, Dariusz. "Pełne zatrudnienie – porzucona idea i jej odrodzenie." Nierówności społeczne a wzrost gospodarczy 68, no. 4 (2021): 5–19. http://dx.doi.org/10.15584/nsawg.2021.4.1.

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This article deals with the recovery of the idea of full employment. Its principal aim is to gather evidence that this idea has new functions in the present social context and that the main problems of the full employment policy have reasonably well founded solutions. The method of this text is to analyse the social meaning of economic theories. In every analysis of full employment, the politics of inflation pressure seems to be the main and unresolved problem. This pressure is biggest as the economy nears full employment. The first proponents of full employment policies, including W. H. Beveridge and A. P. Lerner, knew this problem very well. Contemporary followers of full employment policies also endorse the Lernerian concept of functional finance. However, they recommend an institutional change and reject the Keynesian discretionary macroeconomic policy. Their proposition is the Job Guarantee Programme: employing all of the willing people without a job in the public sector and paying them a universal decent wage. The job guarantee is an old idea in a new form and a new context. In times of economic decline, a Job Guarantee Programme delivers a more egalitarian organisation of society and a greater level of equality instead of doubtful prospects for economic growth.

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Djumarno, Djoko, and Muhammad Arafah Sinjar. "THE ROLE AND AUTHORITY OF THE HALAL PRODUCT ASSURANCE IMPLEMENTING AGENCY (BPJPH) ACCORDING TO LAW NUMBER 33 OF 2014." International Journal of Advanced Research 9, no. 06 (June 30, 2021): 88–92. http://dx.doi.org/10.21474/ijar01/12991.

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The purpose of this study are to understand the legal protection of the halal product label as the role and authority of the Halal Product Assurance Agency (BPJPH) according to Law No.33 of 2014 and the advantages and disadvantages of Halal Product Guarantee after the enactment of Law No. 11 of 2020 concerning Job Creation which has changed some of the provisions of the JPH Law. That the enactment of Law no. 33 of 2014 concerning Halal Product Guarantee requires all products circulating in Indonesia to be halal certified. The presence of Law Number 11 of 2020 concerning Job Creation which changes some of the provisions in the JPH Law. Namely, Micro, Small and Medium Enterprises can get halal certification for free with an effective registration process. The drawback of the Job Creation Law are that the authority to inspect halal products is no longer monopolized by the Indonesian Ulema Council but also the Halal Product Guarantee Agency, there is the elimination of the halal auditor requirement, Article 4A of the Job Creation Law has the potential to violate consumer protection if it does not have strong derivative rules, and the lack of clarity on the administrative sanctions given along with the types of violations.

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Romanuke, V. V. "JOB ORDER INPUT FOR EFFICIENT EXACT MINIMIZATION OF TOTAL TARDINESS IN TIGHT-TARDY PROGRESSIVE SINGLE MACHINE SCHEDULING WITH IDLING-FREE PREEMPTIONS." Proceedings of the O.S. Popov ОNAT 1, no. 1 (August 27, 2020): 19–36. http://dx.doi.org/10.33243/2518-7139-2020-1-1-19-36.

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Abstract. A schedule ensuring the exactly minimal total tardiness can be found with the respective integer linear programming problem. An open question is whether the exact schedule computation time changes if the job release dates are input into the model in reverse order. The goal is to ascertain whether the job order in tight-tardy progressive single machine scheduling with idling-free preemptions influences the speed of computing the exact solution. The Boolean linear programming model provided for finding schedules with the minimal total tardiness is used. To achieve the said goal, a computational study is carried out with the purpose of estimating the averaged computation time for both ascending and descending orders of job release dates. Instances of the job scheduling problem are generated so that schedules which can be obtained trivially, without the exact model, are excluded. As in the case of equal-length jobs, it has been ascertained that the job order really influences the speed of computing schedules whose total tardiness is minimal. Scheduling two to five jobs is executed on average faster by the descending job order input, where 1 to 3 % speed-up is expected. Further increment of the number of jobs to be scheduled cannot guarantee any speed-up even on average. This result is similar to that in the case of equal-length jobs, but there is no regularity in such an efficient job order input. Without any assurance for a single job scheduling problem, the efficient exact minimization of total tardiness by the descending job order input must be treated as on average only.

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Osira, Yessilia. "KERENTANAN HIDUP PEREMPUAN PENARIK LANCANG DI KAWASAN PANTAI JAKAT KOTA BENGKULU." Jurnal Sosiologi Nusantara 1, no. 1 (February 15, 2019): 81–95. http://dx.doi.org/10.33369/jsn.1.1.81-95.

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Pulling a sailboat, locally known as nyongsong, is one of informal sector jobs at Pantai Jakat of Bengkulu city. The workers‘ lives depended on the job of fishermen in catching fish, whose income was uncertain. This Study shows that the number of nyongsong woman-workers was increasing, and it was dominated by women aged more than 40 years old with three to seven dependents. Even though initially the motivation of those women in doing their job was just to help their respective family‘s economy, the job is now playing an important role in fulfilling family need. The study shows that the nyongsong may raise vulnerability, namely: a) vulnerability of job and outcome, b) job risk, c) inability to access and manage social guarantee. However, the nyongsong was able to adapt in: a) changing the motivation to help family in fulfilling the family need, b) collecting the fish together with the fishermen, and the result would be divided for two parties, c) producing dried fish, becoming farming laborers, selling vegetables, if there was no job to do.Key words : Sailboat pulling worker, Vulnerability

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Róg-Ilnicka, Joanna. "O wybranych konsekwencjach nietypowych form zatrudnienia w świetle wywiadów jakościowych." Studia Demograficzne, no. 2(164) (December 6, 2013): 81–92. http://dx.doi.org/10.33119/sd.2013.2.4.

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Selected results of the qualitative research about social and individual consequences of non – typical forms of employment are presented. The research was carried out in the Lubuskie voivodship in 2011. They seem to show that the inhabitants of this province are aware of advantages and disadvantages of the flexible labour market. For some people flexible job contracts offer a chance to create self-made careers. Some people declare flexible jobs as a substitute under a lack of full-time jobs in searching for job. They understand that flexible jobs counteract unemployment and guarantee any income. However, they complain about uncertainty related the contract duration, income, and irregular work intensity. There are also opinions that when combined with a stable contract non-typical forms of employment offer opportunities to stabilize a financial situation.

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Alsaih, Mohammed A., Rohaya Latip, Azizol Abdullah, Shamala K. Subramaniam, and Kamal Ali Alezabi. "Dynamic Job Scheduling Strategy Using Jobs Characteristics in Cloud Computing." Symmetry 12, no. 10 (October 6, 2020): 1638. http://dx.doi.org/10.3390/sym12101638.

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A crucial performance concern in distributed decentralized environments, like clouds, is how to guarantee that jobs complete their execution within the estimated completion times using the available resources’ bandwidth fairly and efficiently while considering the resource performance variations. Formerly, several models including reservation, migration, and replication heuristics have been implemented to solve this concern under a variety of scheduling techniques; however, they have some undetermined obstacles. This paper proposes a dynamic job scheduling model (DTSCA) that uses job characteristics to map them to resources with minimum execution time taking into account utilizing the available resources bandwidth fairly to satisfy the cloud users quality of service (QoS) requirements and utilize the providers’ resources efficiently. The scheduling algorithm makes use of job characteristics (length, expected execution time, expected bandwidth) with regards to available symmetrical and non-symmetrical resources characteristics (CPU, memory, and available bandwidth). This scheduling strategy is based on generating an expectation value for each job that is proportional to how these job’s characteristics are related to all other jobs in total. That should make their virtual machine choice closer to their expectation, thus fairer. It also builds a feedback method which deals with reallocation of failed jobs that do not meet the mapping criteria.

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Choi, JinTae, HyoJin Kim, and MyongJun Kim. "The Direction of the Income Guarantee Policy for the Elderly in Aging Society." National Association of Korean Local Government Studies 23, no. 4 (February 28, 2022): 97–113. http://dx.doi.org/10.38134/klgr.2022.23.4.097.

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The low birth rate and the extended lifespan of the present time are leading to the prolonged period of old age after retirement caused by the aging population. Also, a change in the family system according to industrialization is bringing about a gradual rise in the elderly couple and the elderly living alone. In the reality of having to live as an old person for more than 30 years after retirement, only the public funds are not enough to spend an economically stable and happy retirement life as well as for the elderly health care problem or the elderly support problem in terms of the welfare for the aged. Thus, the government is being demanded to positively realize “a senior employment program” as the Income Guarantee Policy for the Elderly. Consequently, the government needs to first make a policy decision at the national level and to enact and reorganize systems and laws in accordance with it under the recognition that the use of the elderly manpower can be expected to have a positive effect in two aspects such as the welfare of the elderly and the utilization of the human power. As for a job suitable for the elderly, the multilateral measures and institutional devices must be arranged for creating the diversified jobs for the elderly. The establishment in the vocational training institution for the elderly needs to be available for the elderly to get a job appropriate for their aptitude through education and training so that the aged can acquire the latest information and expertise in an ever-changing society. With a sense of active participation in the promotion and expansion of employment for the elderly, a company has to extend the retirement age and expand the wage peak system depending on the special circumstances of the enterprise.

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Vetrakova, Milota. "THE DEMAND AND SUPPLY OF QUALIFIED EMPLOYEES OF TOURISM ON THE JOB MARKET." Tourism and hospitality management 6, no. 1-2 (December 2000): 13–19. http://dx.doi.org/10.20867/thm.6.1-2.2.

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The job market changes in Slovakia are influenced by product market changes. Changes in economic structure in the 1990s leaded to an overall unemployment. Tourism potential in Slovakia and governmental support of small and medium size businesses guarantee growing employment in tourism. Tourism sector in Slovakia offers about 90 000 jobs. Demand for work in manual and unskilled jobs is typical for small enterprises in tourism. The growth in demand for higher skilled occupations, university graduates positions is connected with larger enterprises. Supply of qualified occupations in tourism market exceeds demand. Therefore the main objective of market policy is to co-ordinate educational system and development of economic activities and creating jobs.

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Bellace, Janice R. "The Impact of the American and British Equal Pay Guarantee on Job Evaluation." Applied Psychology 36, no. 1 (January 1987): 9–24. http://dx.doi.org/10.1111/j.1464-0597.1987.tb00371.x.

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Tudoreanu, Mihnea, and David M. Kotz. "Stable Jobs or iPhones? The Dilemma of Innovation in Socialism." Review of Radical Political Economics 52, no. 4 (September 23, 2020): 642–49. http://dx.doi.org/10.1177/0486613420947825.

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Perhaps the greatest strength of capitalism has been its ability to promote sustained technological progress. A viable socialism must also promote sustained technological progress while avoiding the problems associated with technological change under capitalism. Socialism faces a fundamental dilemma regarding technological change and job security in that technological progress is inherently disruptive. As old technologies are superseded, product lines become obsolete, production processes are changed, and certain kinds of jobs are no longer needed. Thus, technological progress creates insecurity for jobholders. Even with an employment guarantee, the loss of one’s job may require retraining, changing careers, or moving to a new location. In this paper, we propose means for promoting technological advance under planned socialism while also providing meaningful employment security.

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Chala, Sisay Adugna, Fazel Ansari, Madjid Fathi, and Kea Tijdens. "Semantic matching of job seeker to vacancy: a bidirectional approach." International Journal of Manpower 39, no. 8 (November 5, 2018): 1047–63. http://dx.doi.org/10.1108/ijm-10-2018-0331.

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Purpose The purpose of this paper is to propose a framework of an automatic bidirectional matching system that measures the degree of semantic similarity of job-seeker qualifications and skills, against the vacancy provided by employers or job-agents. Design/methodology/approach The paper presents a framework of bidirectional jobseeker-to-vacancy matching system. Using occupational data from various sources such as the WageIndicator web survey, International Standard Classification of Occupations, European Skills, Competences, Qualifications, and Occupations as well as vacancy data from various open access internet sources and job seekers information from social networking sites, the authors apply machine learning techniques for bidirectional matching of job vacancies and occupational standards to enhance the contents of job vacancies and job seekers profiles. The authors also apply bidirectional matching of job seeker profiles and vacancies, i.e., semantic matching vacancies to job seekers and vice versa in the individual level. Moreover, data from occupational standards and social networks were utilized to enhance the relevance (i.e. degree of similarity) of job vacancies and job seekers, respectively. Findings The paper provides empirical insights of increase in job vacancy advertisements on the selected jobs – Internet of Things – with respect to other job vacancies, and identifies the evolution of job profiles and its effect on job vacancies announcements in the era of Industry 4.0. In addition, the paper shows the gap between job seeker interests and available jobs in the selected job area. Research limitations/implications Due to limited data about jobseekers, the research results may not guarantee high quality of recommendation and maturity of matching results. Therefore, further research is required to test if the proposed system works for other domains as well as more diverse data sets. Originality/value The paper demonstrates how online jobseeker-to-vacancy matching can be improved by use of semantic technology and the integration of occupational standards, web survey data, and social networking data into user profile collection and matching.

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Buhlak, O. H. "Regarding the classification of social guarantees of notaries in the field of education and professional training." Analytical and Comparative Jurisprudence, no. 3 (September 28, 2022): 92–97. http://dx.doi.org/10.24144/2788-6018.2022.03.16.

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The article considers the main regulations that determine the need for professional training and advanced training of notaries. It was also emphasized that this is not a right, but a duty of a notary, and therefore the state must create all the conditions for the exercise of this right. It is proposed to divide the guarantees of notaries in the field of education, vocational training and advanced training into three main groups: 1) general guarantees: a) own right to education, vocational training, advanced training; b) the availability of modern tools and technologies for training notaries; c) the ability to use a variety of information resources and resources contained in libraries; d) free provision of textbooks, manuals, other information resources for the period of study and the possibility of their further acquisition for direct work (at the request of a notary), etc. 2) special guarantees: a) service in educational institutions for the purpose of training and advanced training; b) implementation of the forms of raising the professional qualification of notaries provided by normative legal acts; c) guarantee of participation in unscheduled and additional training activities; d) guarantees applicable to notaries who are just beginning their notarial activities; e) guaranteeing the receipt of the relevant document on the training of a notary; f) choice by the notary of the type of advanced training; g) a guarantee of comprehensive training or advanced training of a notary; g) choice by the notary of the form of participation in the process of training or advanced training. 3) guarantees that are not related to the direct process of education and training: a guarantee of preservation of the job by a notary for the period of training. The problem of lack of guarantee of exemption from the obligation to improve the skills of a notary in some cases, which scientists have proposed to include long-term temporary incapacity of the notary, which effectively deprives the notary to improve their skills due to health. Scientists stressed the importance of updating the legislation in the field of education and vocational training of notaries, taking into account not only all aspects of notarial activities, but also modern technologies in the field of education and training.

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Da Silva Júnior, Domingos Isidório, Maria Cristina Ferreira, and Felipe Valentini. "Work Demands, Personal Resources and Work Outcomes: The Mediation of Engagement." Universitas Psychologica 20 (December 15, 2021): 1–13. http://dx.doi.org/10.11144/javeriana.upsy20.wdpr.

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The study tested a model of relationships of work demands (work overload and misbehavior of the students) and personal resources (self-efficacy) with job outcomes (turnover intention and job crafting behavior), as well as the mediation of work engagement on those relationships. The sample consisted of 451 Brazilian teachers, male and female (70.7% female), with ages ranging from 20 to 69 years (M = 38.63; SD = 10.36). The data analysis was performed through structural equation modeling and the fit indices were adequate. The results showed that work engagement mediated self-efficacy relationships with turnover intention and job crafting behavior. These findings present evidence for the JD-R Theory, according to which the demands exhaust the worker’s energy and produce negative outcomes at work, while the personal resources improve the work engagement and produce more positive outcomes. Training programs could be implemented to develop self-efficacy and attitudes of greater work engagement in the teachers, which could make them more proactive and guarantee that they continue in their jobs.

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Basri, Muhammad. "PENGARUH MOTIVASI KERJA DAN IKLIM ORGANISASI TERHADAP KINERJA PEGAWAI PADA LEMBAGA PENJAMINAN MUTU PENDIDIKAN PROVINSI SULAWESI TENGGARA." Journal Publicuho 2, no. 1 (April 22, 2019): 1. http://dx.doi.org/10.35817/jpu.v2i1.5854.

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ABSTRACTThe Problem that will be worked through deep observational is aff motivation effect and organization climate to employee performance at Educational Quality Guarantee Institute of Southeast Sulawesi Province. This research variables analyze motivation which covers identification dimension, employee placement appropriately, attention to employee self-respect, attention to work condition and give chance to go forward. Whereas, a variable of Organizational climate cover privacy aspect and acclimatization harmony, reward on employee work and their job clarity. While employee performance covers job sharpness. There is dimension even of clerk performance cover job quality, job quantity and also work time timing. Population in this research is overall of employee which amount 123 person, and this research design use data collection technic by use of questioner, interview and documents study. Whereas data analysis to hypothesis test by use of double linear regression analysis and partial analysis uses t-tests t and simultan analysis uses f-test The result of this research pointed out that 1) Motivation was positively influence to employee performance. 2) Organizational Climate was positively influencing to employee performance. 3) Motivation and organizational climate positive ly influence toward employee performance simultaneously on Educational Quality Guarantee Institute of Southeast Sulawesi Province as big as 27,30%. Meanwhile, 72,70% regarded by other factors. Keywords: Motivation, Organizational climate, and employee performance

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Schucher, Günter. "China's Employment Crisis – A Stimulus for Policy Change?" Journal of Current Chinese Affairs 38, no. 2 (June 2009): 121–44. http://dx.doi.org/10.1177/186810260903800205.

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In the face of severe job problems, China's government has adopted a huge stimulus package in a bid to achieve eight per cent economic growth, which is said to guarantee at least enough jobs for the new entrants to the labour market. The real situation, however, will be much grimmer than statistics indicate. Unregistered groups like unemployed rural migrants, job-searching college graduates, laid-off workers and others together with the officially registered unemployed and the new market entrants could add up to 42 million altogether, while even the most optimistic estimates say only around 15 million new jobs could be created in 2009. Nevertheless, the stimulus package demonstrates an at least temporary shift in economic policy from capital-intensive to labour-intensive growth. Additionally, the new initiatives to boost social-security spending could help to address the grievances of the most vulnerable groups in the labour market. The Chinese government's reaction to the emerging employment crisis once again demonstrates the often underestimated adaptability of China's leadership.

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Martí-González, Mariacarla, María Lourdes Alcalá-Ibañez, Jose Luis Castán-Esteban, Laura Martín-Bielsa, and Laura O. Gallardo. "COVID-19 in School Teachers: Job Satisfaction and Burnout through the Job Demands Control Model." Behavioral Sciences 13, no. 1 (January 16, 2023): 76. http://dx.doi.org/10.3390/bs13010076.

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The recent pandemic has influenced teachers’ mental health and well-being. The present work follows the Job-Demands-Control model, analyzing changes in the demands, control, and social support during COVID-19, and how they influence job satisfaction, emotional exhaustion, depersonalization, and personal accomplishment among school teachers. The sample comprised 172 school teachers. The instruments applied were The Maslach Burnout Inventory (MBI), The Job Satisfaction Teacher Index (Organization for Economic Cooperation and Development (OECD), 2014), and The Demand Control Support Questionnaire (DCSQ). Job satisfaction was predicted exclusively by social support, revealing the importance of social interactions at work. Emotional exhaustion and depersonalization were predicted by job demands, showing that an increase in job demands (i.e., COVID) affects individuals’ feelings of burnout. The results show that it would be interesting to design strategies that guarantee job control in the teaching context. This would open multiple pathways to implement healthier methodological processes for teachers and the consequent research to support these processes.

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Mark Paul, William Darity Jr., Darrick Hamilton, and Khaing Zaw. "A Path to Ending Poverty by Way of Ending Unemployment: A Federal Job Guarantee." RSF: The Russell Sage Foundation Journal of the Social Sciences 4, no. 3 (2018): 44. http://dx.doi.org/10.7758/rsf.2018.4.3.03.

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Lawn, Philip. "Full employment and ecological sustainability: comparing the NAIRU, Basic Income, and Job Guarantee approaches." International Journal of Environment, Workplace and Employment 1, no. 3/4 (2005): 336. http://dx.doi.org/10.1504/ijewe.2005.007491.

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Padmanaban, Sujitha, and Muppidathi Priya. "FX Job Recruitment." International Journal on Cybernetics & Informatics 10, no. 2 (May 31, 2021): 239–49. http://dx.doi.org/10.5121/ijci.2021.100227.

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In this project present a secure and privacy-preserving access control to users, which guarantee any member in a group to anonymously utilize the cloud resource. Moreover, the real identities of data owners can be revealed by the group manager when disputes occur. In this project provide rigorous security analysis, and perform extensive simulations to demonstrate the efficiency of our scheme in terms of storage and computation overhead. Cloud computing provides an economical and efficient solution for sharing group resource among cloud users. Unfortunately, sharing data in a multi-job portal manner while preserving data and identity privacy from an un trusted cloud is still a challenging issue, due to the frequent change of the membership . The major aims of this method a secure multi-owner data sharing scheme. It implies that any user in the group can securely share data with others by the un trusted cloud. This scheme is able to support dynamic groups. Efficiently, specifically, new granted users can directly decrypt data files uploaded before their participation without contacting with data owners. User revocation can be easily achieved through a novel revocation list without updating the secret Keys of the remaining users. The size and computation overhead of encryption are constant and Independent with the number of revoked users. Job portal is developed for creating an interactive job vacancy for candidates. This web application is to be conceived in its current form as a dynamic site-requiring constant updates both from the seekers as well as the companies. On the whole the objective of the project is to enable jobseekers to place their resumes and companies to publish their vacancies.

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Marzuqi, Novi Ali. "Pengaruh Job Insecurity, Job Satisfaction dan Lingkungan Kerja Terhadap Turnover Intention Karyawan." Jurnal Ilmu Manajemen 9, no. 4 (December 18, 2021): 1393–405. http://dx.doi.org/10.26740/jim.v9n4.p1393-1405.

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Turnover intention occurs when employees fail to get what they expect from their place of work, such as work satisfaction, comfort at the workplace, job future guarantee, etc. Employees who desire to resign from their company will start looking for information about job vacancies in other places that offer better opportunities than their current workplace. When they find a job vacancy that matches them, they will decide to resign from their company. This research aimed to determine the impact of job insecurity, job satisfaction, and work environment on employee turnover intention. The research sample used was 80 outsourcing employees from PT Shelter Nusa Indah. The data analysis technique used in this study is the Multiple Linear Regression model using the IBM SPSS 23 program. The results of this study are that job insecurity has a positive and significant effect on turnover intention. Job satisfaction and work environment have a negative and significant impact on turnover intention The managerial implications of this research are expected to be suggestions in making company policies related to turnover intention. The company is expected to reduce feelings of restlessness, anxiety, and worry over the threats experienced by employees regarding their future in the company. The company is expected to give appreciation or reward to employees who have good performance and dedication to the progress of the company. The company is expected to be able to maintain and create a comfortable work environment for employees.

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Василев, Даниел. "Business Communications and Cultural Specifics in the Behavior of Generation Z." Rhetoric and Communications, no. 52 (July 27, 2022): 121–33. http://dx.doi.org/10.55206/ljit8260.

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Abstract: Nowadays recruitment is very competitive. Different companies publish their job ads online on a daily basis, using various channels and strategies. Using a marketing approach to recruitment allows segmentation and strategic targeting. Business communication has become an important tool for a successful recruitment campaign. Targeting the message to Generation Z requires knowledge of their “average Joe”. Using business communication tools as well as knowledge about cultural differences and dimensions and successful intercultural communication can guarantee relevant and suitable activities to involve capable representatives of Generation Z during the recruiting process. Creating the right message in the job advertisement can attract the best candidates. This article presents results from empirical research on what Generation Z finds attractive in a workplace. 282 people are interviewed using the Minnesota Satisfaction Questionnaire. The results show Generation Z values social service, creativity, the manager’s technical knowledge, authority and compensation. Using those factors as key words in the job advertisement can result in both attracting the right candidates and reducing recruitment costs. The research is done in a Bulgarian cultural environment. Key words: business communications, advertisement message, recruiting, generation Z, values, work environment.

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Sudika, Sudika, Urip Giyono, Elya Kusuma Dewi, and Multahibun Multahibun. "PELAKSANAAN KINERJA SATUAN POLISI PAMONG PRAJA DALAM MENEGAKAN PERATURAN DAERAH DI KABUPATEN CIREBON." Jurnal De Jure Muhammadiyah Cirebon 4, no. 2 (December 10, 2020): 79–92. http://dx.doi.org/10.32534/djmc.v4i2.3207.

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In the context of regulation regional enforce, the first element as implementer in field is regional government. In this case the authority is given to the Civil Service Police Unit (Satpol PP). The civil service police unit has the job is help the Regional leader to create a peace and orderly, so that the administration of the wheels of government can run smoothly and people or society can do their activities safely. One of the objectives of Regional Regulations (PERDA) issued by regional governments (PEMDA) is to guarantee legal certainty, create and maintain public order and order. The Civil Service Police is a local government apparatus with the main jobs is enforce of regional regulations, organizing public order and public order. If connected with the performance of the civil service police Organizational of Cirebon district, so the evaluation performance is carried out based on the job that carried out. The purpose of this study is to describe how the performance of the civil service police of Cirebon district in the job of enforce the local regulation base on regional regulation in Cirebon district. Keywords: Performance of police civil service unit, police civil service unit, regional regulation.

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Journal articles on the topic 'Job guarantee'

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